1. Dr. Jolene Erlacher www.leadingtomorrow.org jolene@leadingtomorrow.org

2. Silent: Born 1928-1945 (Age 69-86) Boomer: Born 1946-1964 (Age 50-70) Gen X: Born 1965-1980 (Age 34-49) Millennials/Gen Y: Born 1980-1995 (Age 19-33) Gen Z/Digital Natives: Born 1995-2010 (Age 4-18) Generation Alpha: Born after 2010

3. 91% of Millennials (1982-1995) employees don't expect to stay more than three years at any given job. (Future Workplace Survey) Starting in 2015, Baby Boomers will no longer be the majority of the workforce. The majority of the workforce will be Millennials, ages 20-33. (U.S. Bureau of Labor Statistics) 1. High unemployment and the lack of skilled labor worldwide threatens a projected loss of $10 trillion between now and 2030. The loss is fueled by anemic economic growth and aging populations, thereby impeding business growth and competitiveness and introducing significant economic challenges. (Boston Consulting Group)

4. 44% of Generation X (1965-1981) workers are reportedly actively disengaged, meaning they're planning to look for another job within the next 12 months. (Gallup) 61% of high school students would rather be an entrepreneur than an employee when they graduate from college. (Internships.com) 1 in 3 young professionals under age 30 prioritize social media freedom over salary when choosing to accept a job offer. (Cisco Connected World Report)

5. There are 4.8 million job openings in the United States right now; the highest level since January 2001. However, roughly half of the employers can't find qualified workers. The skills gap between higher education and workforce training has been identified as a "critical problem" for the U.S. (Council on Jobs and Competitiveness) High unemployment and the lack of skilled labor worldwide threatens a projected loss of $10 trillion between now and 2030. The loss is fueled by anemic economic growth and aging populations… (Boston Consulting Group)

6. Taylor, Paul, and Scott Keeter, eds. “Millennials: Confident. Connected. Open to Change.”Pew Research Center. February 2010. Web. 13 September 2010. Life cycle effects: Young people differ from older people, but may resemble them later in life. Period effects: Major events (war, economic decline, etc.) affect people differently based on location in life cycle. Cohort effects: Period events and trends that influence young adults as they are developing their core values.

7. BoomersGen XMillennialsGen Z Born1946-19641965-19801981-19951996-2009 Size78 Million48 Million80 Million57 Million CharacteristicsHard-working, competitive, loyal, confident Anti-authority, individualistic, self- reliant Confident, needy, digital thinkers, entitled Realistic, creative, hyper-connected Why they are the way they are Healthiest, wealthiest, largest generation of time Children of workaholics & divorce, cable/internet Micromanaged, rewarded for participation, technologically connected Raised in culture of fear, mobile technology, helicopter parents Communication Styles Prefer detailed dialogue in person or via phone, appreciate meetings, believe no news is good news Prefer concise communication, without clichés or over-explaining, email Prefer frequent feedback and problem-solving via technology instead of phone calls or meetings Prefer visual communication via technology, expect to communicate whenever/wherever they want

8. BoomersGen XMillennialsGen Z Born1946-19641965-19801981-19951996-2009 ProblemsDwindling retirement funds, job dislocation, rising healthcare costs or inadequate healthcare Debt, caring for aging parents and young children, balancing life/career, stuck in middle management Debt, unemployment, difficulty transitioning to career, negative stereotypes Finding identity, lack of job opportunities, falling apart of American Dream, Flaws“Been there, done that,” attitude, not open to new ideas “Wait and see” approach, difficulty committing “What’s in it for me,” high demands, short attention spans Need for structure, want quick results, lack interpersonal skills Gen Z Report by XYZ University

13. Special/Entitled: “baby-on-board,” self-esteem programming, angel-child movies, helicopter, social media, parents/pampering teachers Sheltered: programmed, enclosed, monitored, bike helmets/seat belts Confident: protected from world, reality distant, trust in parents/leaders/systems (changing over past decade) Team-Oriented/Collaborative: positive peer pressure, value orderliness, uncomfortable with class divide, increasingly interconnected, tolerant

14. Conventional/Rule Followers—move towards structure, trust big gov’t & parents, value traditional ways, new norms (tolerance) Pressured/Driven—increasing demands from technology, schools, personal and parental ambitions, higher stakes (i.e. grades, major) Achieving/Slackavists—doing vs. being, extracurricular is growing, specializations (i.e. sports, music), structured activities Tech-dependent Family-oriented (work/life balance)

15. SilentBoomersXersMillennials/Gen Y Attitude w/ Authority Endure themReplace themIgnore themChoose them Role of Relationship SignificantLimited, usefulCentral, caringGlobal, 24/7 Value SystemConservativeSelf-basedMediaShop around Role of CareerMeans of livingCentral focusIrritantPlace to serve SchedulesMellowFranticAimlessVolatile TechnologyHope to outlive itMaster itEnjoy itEmploy it View of FutureSeek to stabilizeCreate it!HopelessOptimistic Elmore, Tim. Generation iY: Our Last Chance to Save Them. Atlanta: Post Gardener Publishing, 2010.

16. Life comes first Follow rules that work (why?) Equality and respect must be earned Talent=promotion No defined work clock Once I am finished, I can leave Digital contact Dress the part as necessary Expect organization to change to meet their needs